How to Hire the Right Person
Our last blog we reviewed some of the “cans” and “cant’s” of interview questions. This blog looks at some of the most important criteria HR4Hire has found useful in candidate evaluation. Underneath each criterion are suggested questions to help ensure the best person-job fit.
Interview Criteria Rating Form
Name____________________________ Date___/____/_____
COMMUNICATION – VERBAL
How do you handle instructions with which you don’t agree with?
JUDGEMENT
What three things will you NOT do in your next job?
PLANNING/ORGANIZATION
Explain the planning process in a project you were involved in,
outlining the steps, difficulties encountered and your contributions.
INITIATIVE
Describe how you gained a person’s business or a co-worker’s buy-in.
ASSERTIVENESS
What do you expect from your next employer?
MOTIVATION
What are the strongest assets you bring to this position?
PERSEVERANCE/RESILENCE
It is sometimes difficult to get an immediate answer. How do you handle this situation?
ENERGY/ENTHUSIASM
What is your proudest job-related achievement and what personal qualities helped you?
TEAM PLAYER
How do you deal with disagreements with co-workers and/or superiors?
TIME MANAGEMENT
Give me a two-minute rundown of your typical morning at work.
JOB STABILITY
Describe your ideal work environment.
CAREER FOCUS
In the next three years, what are you job goals, and how do you expect this organization to support you.
OVERALL IMPACT – OBSERVATIONS
(This should be a summation of both verbal and non-verbal responses that would help in the candidate’s evaluation.)
Of prime importance is knowing what answer you, the interviewer, is looking for before posing the question. It may be helpful to think of what is said of a good trial lawyer: It is one who never asks a question they don’t already know the answer to!
Situational questions, which relate to the candidate’s technical abilities and job knowledge relevant to the work to be performed, are very beneficial to ask, as well. Below are some examples of these types of questions:
1. This job involves launching a new product and the making of complex arrangements to insure presentations at meetings and exhibits are effective.
Could you describe a similar instance in a past job where you coordinated a presentation?
What was your budget?
What was the planning process and factors you considered?
How did you deal with outside vendors?
2. The company is undergoing a transition from one computer software system to another.
How was this done at past companies you worked with?
What were your major contributions?
How did you structure it?
What is your level of technical expertise in this area?
How successful were you at getting people to adapt to the transition?
HR4Hire suggests that you do this in written form, as it provides insight into the candidate’s written communication skills. This is often an overlooked factor when most jobs do require communication clearly and effectively in English.
Asking some of the same questions that appear in the employment application also is a good idea as it provides a consistency and verification check.
A Cautionary Note: Make sure you have a well-written job description so you know exactly what the position requires and can make a good match.
Reviewing our March 2010 and August 2010 blogs, in conjunction with the information in this one, provides an excellent foundation to ensure you are hiring right!
HR4Hire can act as your recruiting function or assist you with structuring any interview, whether it be a disciplinary or counseling one, to ensure that you achieve the results you want and that the potential for litigation is greatly minimized. We also offer Executive Coaching and can train your staff to fine-tune their interviewing skills, regardless of the interview’s purpose.
Our “Hiring Right the First Time” presentation, which can be found here on our website, may be of benefit to your company or organizations of which you are affiliated with.
Please call us to set up an in-person meeting at 415-437-6755 or 707-935-3333 or email us at info@hr4hire.com.
Cordially,
Gae Shulman, President
HR4Hire
Please note that the city of San Francisco is increasing its minimum wage from $9.79 to $9.92 per hour effective January 1, 2011. By law, you are required to post this new information. Please contact us if you need additional information on what postings your organization is required to have in place.
HR Intelligence Check:
An employer wants to ask employees to sign a document that prevents them from discussing their salaries. Which of the following acts may be violated if the employer decided to take this action?
A) The Fair Labor Standards Act (FLSA)
B) The National Labor Relations Act (NLRA)
C) The National Labor Relations Act (NLRA), but only if employees are part of a union
D) No federal act covers this topic
Answer to be given in next month’s blog!
Answer to previous blog’s HR Intelligence Check: B) No
California overtime law only specifies that pay must be calculated by day and period. If you employee works more than 8 hours in one day or 40 in a week, the employee qualifies to be paid at one and a half times their normal rate for the extra work time.
If you’d like to see the question this answered, please click here to read Never Ask vs. Can Ask – Interviewer Questions.
